Gen Z Isn’t the Problem. They’re the Opportunity.
“Gen Z doesn’t want to work.”
It’s a common complaint I hear from the field, from shop floors to foremen trailers. And I understand where it’s coming from. Compared to the Baby Boomers, who clocked in early, stayed late, and rarely questioned authority. This new generation seems harder to motivate, quicker to speak up, and less likely to stay put.
But here’s the truth: Gen Z isn’t lazy. They’re just playing by a different set of rules.
And that’s not a threat to our industry - it’s a wake-up call.
The Generational Shift: Grit vs. Growth
Boomers brought grit. They were raised on personal sacrifice, loyalty, and the belief that hard work would eventually pay off.
Gen Z was raised during the Great Recession, global instability, and a constant stream of online content showing that burnout isn’t a badge of honor. They’ve seen people give their lives to companies that didn’t return the favor.
So yes, they expect more. They want to work hard and be treated with respect. They want stability and mental health. They want a paycheck and a purpose.
It’s not that they don’t want to work. They just don’t want to work like we used to.
What We Can Do Right Now
If you’re serious about keeping the next generation in the trades, here’s where to start:
1. Coach, Don’t Just Command
Gen Z responds to leadership, not management. They want feedback, mentorship, and room to grow. Field leaders need to know how to listen, teach, and connect—not just give orders.
🔧 Tip: Train foremen and crew leads in communication, emotional intelligence, and giving real-time feedback. They’re your frontline recruiters whether they know it or not.
2. Make the Why Visible
This generation is purpose-driven. If they don’t understand why something matters, you’ll lose their buy-in. That doesn’t mean sugarcoating tough jobs, but it does mean connecting the task to the bigger picture.
🔧 Tip: Show them how their work matters: to the team, to the customer, to the community. Don’t just assign; explain.
3. Offer Pathways, Not Just Paychecks
Gone are the days of “stick around and you’ll move up eventually.” Gen Z wants to know what’s possible and how to get there. If they can’t see a future with you, they’ll make one somewhere else.
🔧 Tip: Outline career paths early. Show what success looks like at 6 months, 1 year, and 5 years. Better yet, pair them with a mentor who’s been there.
4. Invest in Culture, Not Just Equipment
You can have the best tools in the world, but if your culture is toxic, Gen Z won’t stay. They care about how people treat each other. They want to be part of a crew that has their back.
🔧 Tip: Build team trust. Start toolbox talks with small wins. Recognize effort. Address drama early. Model respect from the top down.
The Future Is Still Being Built
The trades are aging. We need new talent to keep this industry alive and thriving. That means we don’t just need to hire Gen Z - we need to engage them.
They’re not here to punch a clock and keep quiet. They’re here to contribute, grow, and push us to lead better.
And maybe that’s exactly what this industry needs.
Because when we evolve how we lead, everyone wins.
